Recruitment in Indonesia

Indonesia has a population of more than 260 million inhabitants, and the young workforces are growing and expected to continue to increase over the next few years.

Besides, we also find that more and more companies prefer to incorporate young talents since they are considered to have a better education, that they have a greater capacity for adaptation, and that they can also help them to adapt companies to new ones Society trends.

Moreover, structure modernization is one of the main objectives of companies to be more competitive in the market. To achieve this evolution, they need the employees they hire to be aligned with this objective. However, due to the quality of education in Indonesia, most hiring managers are facing adversities in hiring candidates that are suitable for the requirements for each position in the company.

So, in the face of this challenge, what can we do?

1. Properly structured selection processes

Through the recruitment and selection process, candidates are drawn to fill a position and the right people are chosen to fill a vacancy.
When the selection is not done well, the human resources department does not achieve the previously determined objectives. In addition, an unfortunate selection can prevent entry into the organization of a person with great potential.

2. Adequate sources of recruitment

If the recruitment and recruitment process lacks of appropriate and effective sources, it may not work properly. It is important to detect which is the best source of recruitment for each profile or industry in which we are working, such as employment portals, universities, business schools, business associations, etc.)

3. Networking

Having a good network of contacts is very important since in Indonesia it is a very common practice to ask recommendations from industry contacts to find potential candidates.

4. Competitive salary

As the employment market is constantly growing, hiring managers should constantly evaluate and adjust compensation policies to be seen as a desirable firm to work for. Moreover, providing competitive salary shows the company’s commitment to taking care of their people, and this is likely to be reciprocated if and when the business finds itself in tough times.

5. Additional benefits

According to Glassdoor’s 2015 Employment Confidence Survey, 80% of employees chose additional benefits over a pay raise. Furthermore, in one of her article on Harvard Business Review, Kerry Jones concluded that employees are not necessarily looking for the over-the-top benefits such as the ones that Google provides, rather four factors that are more essential for their work-life balance such as, (1) better health, dental, and vision insurance, (2) more flexible working hours, (3) work-from-home option, and (4) more paid vacation times.

6. Career Plan

Employees usually feel more engaged when they believe that their employer is concerned about their growth and provides avenues to reach individual career goals while fulfilling the company’s mission. One of the efforts that employers could contribute is giving training, which is beneficial for both employees and employers. Because besides being able to hone their skills, these employees can give greater contributions to the company growth, and hence career development is possible along the way. If companies manage to retain their employees and to hone their skills, I think they can have more time in creating strategies for their company growth.

7. Attractive Job Titles

A job title can have its own attraction. For instance, the HR Head of a company chose the title of “Chief of Happiness Resource.” The unusual term of happiness itself gives the impression that his/her department to be a joyful place to work. Regardless, the strategic practice of “Compelling Job Titling” has seldom been implemented throughout major corporations. Recruiting leaders and managers are happy to accept the traditional job names provided by the compensation function. But what they need to realize is the effort to use marketing and branding techniques to make the development of compelling titles for key jobs a major recruiting and retention tool.

8. Brand visibility

Another effort that employers could contribute is investing on brand visibility. Candidates are more likely to put in an application if they are familiar with the company brand. Building brand visibility can be done, for example, by being active in Linkedin to post articles or any business activities that reflect the values that the company stands for. Hence, boosting the company’s brand would help them to recruit more suitable candidates in the process.

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Shackleton Towers provides executive recruiting and training services to a wide range of industries. We have developed the knowledge and skills to deliver the perfect fit between a job seeker and an employer